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By Zenia Pearl V. Nicolas The Apple × Issey Miyake Accessory of 2025 ‘iPhone Pocket’ combines fabric architecture with everyday utility. Image courtesy: the Mac Observer Apple × Issey Miyake Just Launched the Most Unexpected Accessory of 2025 When Apple quietly partnered with Issey Miyake  this November to launch the sculptural iPhone Pocket , it felt like two worlds, tech and avant-garde fashion finally acknowledging how naturally they intersect. The piece debuts November 14, positioned not as a gadget add-on, but as an object of everyday design ( Le Monde ). A Pocket Designed for the Age of Constant Carry According to Le Monde , the accessory was developed inside Miyake’s Reality Lab —the studio responsible for the house’s most experimental work. Their approach was simple: if the phone has become part of the body, then its carrier should behave like clothing, not hardware. The Pocket draws from Miyake’s signature geometric folds, but holds the iPhone like architecture—structured, grounded, and quietly functional. It treats the device as a silhouette, not an interruption. Why This Collaboration Works Both brands value reduction, clarity and presence. Apple strips design to its purest form; Miyake searches for movement and purpose. Together, they’ve created a piece that looks less like a tech accessory and more like a wearable intention. The Apple × Issey Miyake “iPhone Pocket” shown in textured brown pleated fabric, designed to carry the device like a wearable object. Image courtesy of Issey Miyake / Apple. Rather than leaning into futuristic theatrics, the collaboration offers something more human: technology that blends into daily life instead of dominating it. A Small Object With a Larger Message Wearable tech has long tried to be loud—screens, lights, sensors. Issey Miyake and Apple argue the opposite:  the future is quiet, tactile, and seamlessly personal. It’s a reminder that innovation doesn’t always arrive in neon.  Sometimes it arrives in fabric. Reference Le Monde. (2025, November 12). Where tech meets fashion with Apple and Miyake.  Retrieved from   https://www.lemonde.fr/en/lifestyle/article/2025/11/12/where-tech-meets-fashion-with-apple-and-miyake_6747368_37.html

In today’s world, retail and e-commerce is one of the largest industries as it has become vital in helping drive the economy forward. With brands taking new approaches and AI on its way to prominence, it feels like a lot to take in. Luckily, to help us navigate the exciting intricacies of this side of Malaysia, we invited Reckitt’s Marketing Director Tiffany Tang in this chapter of rockbird media’s spotlight interview. Tiffany’s career journey began in sales, and it’s a foundation she believes is crucial for any professional working in marketing. Reflecting on her early years as a management trainee at Colgate-Palmolive, she emphasizes the importance of understanding the sales function to craft effective marketing strategies. “I don't see marketing as separated from sales. For me, it's an integrated plan,” Tiffany asserts. She sees the two as complementary, both working together to ensure a consistent brand presence across different channels and whether physical stores or the emerging realm of social commerce, like TikTok. She adds that the modern sales landscape is evolving toward an omni-channel approach, with a strong emphasis on ensuring consumers can access, purchase, and use products across various platforms. "It is also equally crucial for us to understand how consumers can actually reach our product, purchase our product, and eventually use our product," she explains. As online platforms become increasingly significant, Tiffany believes that sales teams must stay agile, adapting to the evolving consumer behavior and technology trends that shape these interactions. Tiffany further highlights the importance of tapping into the subconscious and how consumers feel and what motivates their purchasing decisions. "keep peeling the onion," she explains, referring to the process of continually digging deeper into consumer psychology. One approach Tiffany uses to understand consumers better is through neuromarketing. "we need to understand consumer as human as well, how the human brain works. How do we respond to stimuli, which includes advertisement as well to understand neuro marketing so that we can understand consumers better" she adds. A key question in modern marketing is how to balance emotional engagement with the practical side of the business, such as using data to track performance and outcomes. Tiffany sees both as equally important but distinct components of the marketing process. She emphasizes that while data is often available at a faster cadence—like monthly sales figures—insights into consumer motivations and emotional triggers should be developed on a longer-term basis, perhaps quarterly or semi-annually. By aligning the "what" with the "why," brands can create more effective strategies that resonate with consumers and deliver measurable results. As local brands continue to embrace AI and drive creative excellence, she believes there is great potential for Malaysian brands to make an impact on the global stage. With leaders like Tiffany shaping the future of marketing and sales, Malaysia’s brand growth trajectory looks brighter than ever. What’s beneath the surface for your brand? Join us and let's peel deeper together to feel the growth at the Retail and E-commerce Summit Asia on February 26th. Let's break through the layers of the future! Check out our RESA Malaysia 2025 Landing Page at: https://rockbirdmedia.com/all_b2b/resa-my-2025/

By: Zenia Pearl V. Nicolas TikTok’s Growing Grip on Thai E-Commerce: A Wake-Up Call for Local Sellers There was a time when TikTok was just for fun—where you’d lose hours watching lip-syncs and life hacks. But today in Thailand, the platform is rewriting the rules of online shopping. And not everyone is winning. The Rise That Wasn’t Just Viral TikTok didn’t set out to be a shopping mall, but it became one anyway. By drawing in millions of users through short videos, it created the perfect storm: attention meets accessibility. With commerce tools now deeply integrated into the app, users don’t just scroll, they shop. This strategy has given TikTok a serious advantage over platforms like Lazada and Shopee, whose user engagement hasn’t kept pace ( The Nation ). The strength of TikTok lies in its implementation of affiliate marketing. Daily creators generate commissions by endorsing products, providing brands with immediate exposure without requiring large advertising budgets. At first glance, this appears to be a victory. But dig deeper, and cracks start to show. The Cost of Convenience Many small Thai sellers now find themselves locked into a system they can’t afford to leave. Pawoot Pongvitayapanu , CEO of Pay Solutions and a long-time advocate for local digital businesses, explained that sellers are barely making ends meet after paying for platform fees, ads, and commissions. "Numerous vendors are currently earning minimal to no profit," he warned ( The Star ). For small business owners, particularly those who previously succeeded on local platforms or physical stores, TikTok’s regulations may seem more like barriers than opportunities. You either adapt—or you disappear. When Logistics Are No Longer Local Beyond sales, even Thailand’s delivery landscape is shifting. TikTok has formed a close alliance with Global Jet Express Thailand (J&T Express) , a move that’s sidelining national services like Thailand Post. It's unclear whether pricing, logistics scale, or international backing drove this decision, but the fallout is clear: local delivery firms are losing relevance ( The Nation ). What happens when both the selling and the shipping are no longer rooted in the country? Selling Out Local Sellers Another worry is product origin. TikTok’s algorithms and commission systems heavily promote Chinese-made goods. Influencers are rewarded for pushing these products, making it harder for locally crafted or imported items from Thai sellers to keep up. The economics simply don’t favor them. Pawoot noted that this model creates a flood of low-cost imports that drown out domestic alternatives. And concerns are growing not just about competition but about the quality of these goods ( The Star ). The Data Dilemma As if the pressure on pricing and logistics weren’t enough, TikTok has also started restricting seller access to customer data, citing the Personal Data Protection Act (PDPA). This includes basic information like names, addresses, and contact numbers. Sellers now struggle to build long-term relationships with their buyers because the platform holds all the cards and the contact lists ( The Nation ). For many small businesses, that kind of data isn’t just helpful, it’s critical to building trust and retention. Without it, they’re left chasing anonymous clicks. Is This What a Monopoly Looks Like? The concern isn’t that TikTok is succeeding, it’s that it’s succeeding too well, too fast, with too little oversight. Pawoot believes this unchecked dominance risks crossing into monopolistic behavior. The signs? Rising service fees, limited seller flexibility, and a heavily tilted playing field in favor of Chinese suppliers and foreign logistics ( The Star ). Worse, there seems to be no unified Thai government agency tackling this. Responsibility is fragmented across departments, leaving no clear regulator to protect local interests ( The Nation ). So, What Now? Pawoot has a few suggestions and they’re urgent. First, Thai sellers must diversify. Relying solely on TikTok or any single platform is a business risk. He encourages businesses to invest in their own e-commerce sites, chat support systems, and customer retention strategies that don't live entirely within one app ( The Star ). Second, he calls on regulators to do more than just observe. Agencies like the Electronic Transactions Development Agency (ETDA) and the Trade Competition Commission need to collaborate, strengthen cross-border policies, and tighten import quality controls. Without this, Thailand may become just a digital transit zone, where money flows in briefly, only to flow right back out ( The Nation ). The Bigger Picture TikTok changed a lot. People don’t shop the same way anymore. They don’t even think the same way about what they’re buying or who’s selling it. That kind of influence doesn’t come without consequences. In Thailand, we have real people running small businesses. They make things, sell things, and try to grow with what they have. But now they’re stuck in a system that keeps shifting the rules. It’s harder to earn, harder to stand out, and harder to survive. If things keep going this way, we won’t just lose businesses. We’ll lose the people and the culture behind them. That’s not something a platform can replace. If you care about where the future of commerce, innovation, and digital infrastructure is heading—especially here in Thailand—join us at AWS Manufacturing Day this September . It’s time we talk about solutions that actually work for us.

By  Zenia Pearl V. Nicolas The new era of HR leadership — where human judgment meets algorithmic precision. The world’s HR leaders are no longer asking if  they should use AI, they’re asking how fast they can govern it . As organizations digitize decision-making, HR is stepping into a new role: not just implementing technology but designing the guardrails that keep it human. AI Becomes the Operating System of HR AI has moved from pilot projects to the center of people strategy. New research from Gartner (2025)  shows that CHROs are prioritizing “Harnessing AI to revolutionize HR” and “Shaping work in the human-machine era” as their top imperatives for 2026. HR’s function, once transactional, is becoming an orchestrator of performance, data, and ethics. AI is no longer a pilot project — it’s the backbone of modern HR strategy. On its dedicated  AI in HR portal (2025) , Gartner outlines how intelligent systems will soon handle talent analytics, workforce modeling, and even predictive employee support — provided leaders enforce accountability and explainability at every step. A separate analysis by  SHRM (2025)  finds that most large companies already use AI tools in recruitment or performance review. The challenge now is no longer access but control: ensuring data quality, fairness, and transparency. Redesigning Work for Humans and Machines The future of work is hybrid — a shared space between human intuition and machine precision. Automation is forcing a rethink of what “work” means. Gartner (2025)  describes this as redesigning jobs into hybrid workflows  — clarifying where algorithms act and where human judgment must stay. Without that clarity, digital transformation risks producing confusion instead of capacity. Investment data compiled by  SHRM (2025)  shows HR technology budgets continuing to climb, yet many organizations still lack the frameworks to manage AI-human collaboration. Those that do it well are integrating ethics reviews, audit trails, and retraining plans directly into their workforce design. Leadership and Culture Under Pressure Culture now determines whether transformation succeeds or stalls. Fewer than half of HR leaders say their current culture drives performance, a figure reported in Gartner’s 2025 CHRO priorities release . The consultancy urges companies to quantify cultural health and hold leaders accountable for role-modeling adaptability. Leadership now means guiding both people and machines — with empathy as the constant. At the same time,  SHRM (2025)  warns that the human connection is at risk. As AI enters hiring, feedback, and service channels, HR must ensure empathy remains measurable — not an afterthought. The 2026 Playbook: Lead Through Governance 2026 belongs to HR leaders who can govern technology without losing the human touch. Build an AI architecture.  Define audit points, human-in-the-loop decisions, and ethical review mechanisms ( Gartner 2025 ). Redesign workflows.  Document how humans and algorithms cooperate, then retrain teams for new decision pathways ( Gartner 2025 ). Re-equip leaders.  Tie leadership metrics to transformation outcomes, not just efficiency goals ( Gartner 2025 ). Keep empathy auditable.  Track trust, inclusion, and fairness with the same rigor as productivity ( SHRM 2025 ). Bottom Line The next era of HR belongs to those who can see beyond algorithms — and lead with accountability. November 2025 marks HR’s evolution from experimenter to engineer. The winning organizations in 2026 will not simply use  AI — they’ll govern  it, measure  it, and lead through  it. In a decade defined by algorithms, accountability remains the ultimate human skill. Why Now Matters and Where Leaders Should Be Next These themes will take center stage at hrX Indonesia 2025  — rockbird media ’s flagship conference for human-capital transformation, happening this November 26 at Shangri-La Jakarta. Built around the same questions explored here — How do we govern AI? How do we redesign work without losing the human heart?  — HRX Indonesia 2025 brings together CHROs, people-tech innovators, and cultural change-makers to discuss practical frameworks for AI governance, performance culture, and inclusive leadership. For HR leaders ready to translate insight into action, this is where strategy meets experience and where the future of human-machine collaboration is being written in real time. References  Gartner. (2025, October 2). CHROs’ Top Priorities for 2026 Center Around Realizing AI Value and Driving Performance Amid Uncertainty.   https://www.gartner.com/en/newsroom/press-releases/2025-10-02-gartner-says-chros-top-priorities-for-2026-center-around-realizing-ai-value-and-driving-performance-amid-uncertainty   Gartner. (2025). Artificial Intelligence in HR.   https://www.gartner.com/en/human-resources/topics/artificial-intelligence-in-hr   Gartner. (2025). Top HR Focus Areas for 2025 and How to Excel in Them.   https://www.gartner.com/en/articles/top-hr-focus-areas-for-2025   SHRM. (2025, October 30). The Download: HR Technology Trends — November 2025.   https://www.shrm.org/executive-network/insights/download-hr-technology-trends-nov-2025   SHRM. (n.d.). HR Technology.   https://www.shrm.org/topics-tools/topics/hr-technology

By: Zenia Pearl V. Nicolas   In today’s HR landscape—where dashboards track behavior and AI recommends your next hire—Michael Angelo E. Malicsi, Chief Human Resource Officer of UnionDigital Bank, reminded everyone in the room of something timeless. “Purpose is the WHY behind what we do.” At hrX Philippines 2025, hosted by rockbird media at the Grand Hyatt BGC, Malicsi delivered a keynote that wasn’t addressed in a corporate lingo or trend-chasing tech–it was raw, rooted and real. From the moment he stepped onstage, Malicsi made it clear that his talk came not from obligation, but conviction. “I didn’t hesitate when I was invited—because this resonates with my heart.” And it showed. His message wasn’t just informative; it was soul-restoring.   Finding the WHY in a World Obsessed With the HOW Malicsi’s keynote, titled “Empowering a Culture of a Purpose-driven Organization,” opened with a truth that struck a chord across the audience: many employees today are showing up, but not truly connecting.  “Why do we do what we do? If we don’t answer that, we lose them emotionally.” He explained how purpose acts as the emotional bridge between a person and their role, especially in a world of fast pivots, burnout and remote realities. This wasn’t just theory—it was a reflection of UnionDigital Bank’s own journey, where the team weathered “several seasons of change” and leaned on purpose to stay grounded.  According to McKinsey , 70% of employees define their purpose through work—but less than 15% feel they’re actually living at work.   When Leadership Is Human, Culture Becomes Natural Malicsi likened leadership to a delicate glass—something precious, fragile and essential to handle with care. “If leadership isn’t aligned with purpose, culture won’t follow.” His point was clear: true empowerment doesn’t begin with policies—it begins with people. And those people must feel seen, valued and part of something  bigger than deadlines.  In UnionDigital Bank, this belief is modeled through leadership that listens, shares ownership and walks the talk. Culture flows not because it’s enforced—but because it’s felt.   The Building Blocks of “ONE UD” Culture Malicsi shared how UnionDigital Bank has been intentional in shaping its “ONE UD” identity—from its symbolic butterfly emblem representing transformation, to their soon-to-launch Peer Recognition Program and everyday rituals that remind people of their purpose. “Culture isn’t a memo. It’s what happens in the spaces in between.” And he was firm: HR alone can’t build culture. It must be co-created, with every person invited to contribute, share ideas and celebrate progress. His words held weight: “Are we still true to our purpose? Is it still at the core of what we do?” When those questions are asked  regularly, legacy becomes intentional—not accidental     Removing the Culture Killers In a vulnerable moment, Malicsi identified the hidden enemies of great cultures: “Nothing kills purpose faster than bureaucracy, hypocrisy or silence.” These aren’t abstract problems. They’re everyday realities: endless approval chains, unspoken resentment or a disconnect between what’s said and what’s practiced. His solution? Simplify, communicate and celebrate truth. Give people space to share. Let employees tell their own stories of why their work matters.  Because when purpose is shared—it’s no longer just a vision. It’s a living, breathing force.   How Ownership and Legacy Are Created “Everyone should be a steward of the mission” Malicsi underscored the value of shared ownership—a culture where employees see themselves not just as workers, but as builders of legacy. By encouraging storytelling, feedback and active recognition, UnionDigital Bank is nurturing a workplace where people feel proud of the impact they make.  And what happens, performance isn’t pushed—it’s inspired.   Culture in Motion: From Intention to Action His final message was deeply resonant: “Culture is what we do every day. Intention to action; self to service.”     In one powerful line, he redefined culture not as a goal but as a daily habit. A shared rhythm  where every action, no matter how small, echoes the purpose of the organization. He reminded everyone in the room—HR leaders, business heads, people advocates—that  building a culture is not about perfection. It’s about persistence. “When we build culture from the ground, when we tie it to purpose—it lasts.” He didn’t just give a talk—he gave us a mirror. One that invited every HR professional in the room to pause and ask: “Are we still true to our purpose?” “Are we enabling cultures that outlive our roles?” a world racing toward automation, datafication and speed, Malicsi reminded us to slow down—just enough to lead with meaning.   Because when people are connected to something deeper, they don’t just show up. They light up.

By: Zenia Pearl V. Nicolas In a digital landscape where scrolls and swipes dictate buying behavior, GoTyme Bank and TikTok Shop are flipping the script, not just selling products, but funding the dreams behind them. In a groundbreaking move for the Philippine fintech and e-commerce space, GoTyme Bank, a Gokongwei-backed digital lender, has partnered with TikTok Shop to launch TikTok Shop Loans —a financing program tailor-made for micro, small, and medium enterprises (MSMEs) that thrive on the platform. But this isn’t just about numbers and credit scores; it’s about human ambition, digital innovation, and timely access to growth capital. “We want to give sellers a quick and easy way to access funds while they focus on growing their business,” said GoTyme Bank CEO Nathaniel Clarke . “By using real-time sales data to power pre-qualified offers, we’re helping entrepreneurs get access to the business capital they need, right when they need it.”— BusinessWorld The Financing Struggle: MSMEs and the Access Gap MSMEs are often called the backbone of the Philippine economy—but they’re also the most underserved. Traditional banks remain cautious, requesting a mountain of documents and rigid guarantees that smaller sellers often can’t produce. That gap has kept countless dreams from scaling into realities. But TikTok Shop Loans, powered by GoTyme, disrupts this pattern with something refreshingly simple: data. Instead of outdated credit checks, the loan program assesses real-time sales performance on TikTok Shop. Qualified sellers get personalized offers within minutes, and funds hit their accounts in as little as one business day. No paperwork. No weeks of waiting. Just capital that moves as fast as the market does. “[MSMEs] deserve financial solutions that not only empower their business but are also thoughtfully designed around their needs.”— Albert Tinio, Co-CEO, GoTyme Bank via Fintech News PH How It Works: From Scrolls to Capital in Minutes The mechanism is elegant and deeply human-centered: Real-time data from TikTok Shop replaces traditional loan applications. Loan terms range from 3 to 12 months. Interest rates hover between 1.5% to 2.5%, depending on the business profile. Repayment is made easy via bank transfer or QRPh. In essence, your daily sales become your creditworthiness. This means that a successful livestream can now not only bring in revenue. It also unlock more inventory, marketing budgets, or manpower for the next stage of growth. 16 merchants have been onboarded during the pilot phase, with GoTyme aiming to extend the offering to up to 20% of the TikTok seller base in the Philippines this year ( Manila Bulletin ). The Bigger Picture: Banking Made Beautiful This partnership isn’t just a product launch—it’s a philosophy shift. At its core is the belief that digital banking can be seamless, inclusive, and—yes—beautiful. GoTyme Bank’s rallying cry, Banking Made Beautiful , isn’t just a slogan. With over ₱32 billion in deposits , ₱5 billion in loans disbursed , and 7 million customers as of July 2025 ( BusinessWorld ), the digital lender is not just scaling—it’s transforming how Filipinos experience finance. From launching Buy Now, Pay Later options, to introducing rewards programs, crypto trading, and even local stock investments soon, GoTyme is reshaping what it means to be a bank in a mobile-first world. This collaboration isn’t just another fintech headline, it’s a new blueprint for digital entrepreneurship in Southeast Asia. For many MSMEs, especially online sellers on TikTok, it signals a shift in who gets access, how fast they get it, and what that access can empower them to do. It acknowledges the hustle of modern sellers, the reality of data-rich platforms, and the importance of enabling growth without the red tape. As the social commerce scene in the Philippines continues to explode, partnerships like this one prove that technology doesn’t just disrupt, it uplifts. It listens to real needs, adapts quickly, and meets people where they already are—on screens, in livestreams, and now, in smarter banking solutions. Discover more about Rockbird Media’s event planning and promotion services

By Zenia Pearl V. Nicolas Collaboration, clarity, and accountability — the pillars of Australia’s AI future. A Shift Toward Principled AI Governance Australia has entered a pivotal phase in artificial intelligence governance, one focused on trust, safety, and innovation . In June 2023 , the Department of Industry, Science and Resources (DISR)  released Safe and Responsible AI in Australia: Discussion Paper , outlining a risk-based, principle-driven framework for the nation’s AI future. The paper emphasizes safety, fairness, accountability, and transparency while recognizing AI’s transformative potential across industries ( Department of Industry, Science and Resources, 2023 ). Building Public Trust Through Oversight Minister for Industry and Science Ed Husic  highlighted the need for responsible adoption: “Australians know AI can do great things, but people want to know there are protections in place if things go off the rails… We need more people to use AI and to do that we need to build trust.” ( Husic, 2024 ) Australia’s model contrasts with the European Union’s prescriptive AI Act , which took effect in August 2024  as the world’s first horizontal legal framework for artificial intelligence (European Commission, 2024). Rather than legislate every potential risk, Canberra favors co-regulation , combining voluntary standards with enforceable rules for high-risk AI systems, focusing on human oversight, algorithmic transparency, and proportionate safeguards ( Reuters, 2024 ). From Policy to Practice: Industry Collaboration Research institutions like the Commonwealth Scientific and Industrial Research Organisation (CSIRO) and its National Artificial Intelligence Centre (NAIC) are translating ethics into practice. Through the Responsible AI Network (RAIN), more than 100 Australian enterprises, including Telstra and National Australia Bank, are integrating responsible AI principles into operations ( CSIRO, 2024 ). Australia in the Global AI Arena Globally, Australia has joined the Declaration on the Safe and Responsible Military Use of AI , reaffirming its commitment to transparency and ethical development. “It is beyond question that AI will change the world. We have a responsibility to help ensure it changes the world for the better.” ( Department of Defence, 2023 ). A Future Built on Trust and Innovation As Australia shapes its AI policies before crises emerge, its approach reflects foresight: governance that guides progress, not restricts it. By anchoring innovation in accountability, Canberra’s AI awakening could influence both regional and global models of responsible technology. References Commonwealth Scientific and Industrial Research Organisation. (2024). Responsible AI Network.  Australian Government.   https://www.industry.gov.au/national-artificial-intelligence-centre/responsible-ai-network   Department of Defence. (2023, November 3). Australia joins declaration on safe and responsible artificial intelligence in the military domain.   https://www.minister.defence.gov.au/media-releases/2023-11-03/australia-joins-declaration-safe-responsible-artificial-intelligence-military   Department of Industry, Science and Resources. (2023, June). Safe and responsible AI in Australia: Discussion paper.  Australian Government.   https://cdn.ymaws.com/iot.org.au/resource/resmgr/resources/advocacy/ttd/safe-and-responsible-ai-in-a.pdf   European Commission. (2024, August). Artificial Intelligence Act – Regulation (EU) 2024/1689.   https://digital-strategy.ec.europa.eu/en/policies/european-ai-act Husic, E. (2024, September 5). Albanese government acts to make AI safer.  Minister for Industry and Science.   https://www.minister.industry.gov.au/ministers/husic/media-releases/albanese-government-acts-make-ai-safer   Reuters. (2024, September 5). Australia plans AI rules on human oversight and transparency.   https://www.reuters.com/technology/artificial-intelligence/australia-plans-ai-rules-human-oversight-transparency-2024-09-05/

RESA Vietnam 2024: Breaking barriers and seizing new opportunities, rockbird media is opening the doors to the first-ever Retail & E-Commerce Summit Asia 2024 Vietnam this year. As you anticipate the impressive lineup of speakers, we have the opportunity to converse with Fred Trat, Family Mart’s General Manager of Marketing and Head of Omnichannel. Read more to discover key insights from his career journey. In Vietnam's vibrant convenience store market, one company is making a notable impact by emphasizing innovation and customer loyalty, drawing customers in a competitive environment. Leading the change, General Manager Fred Trat is in charge of expanding Family Mart across the nation. It is a fact that nearly 94% of F&B business owners globally are focusing their attention on innovation and striving to advance their businesses. Fred stresses how there is “ just only one purpose, that’s to attract the customer and improve the transaction at the start. The point is that we need to listen to the customer, it’s a must in the F&B industry. ” Fred will be sharing his thoughts on strategy to attract customers while highlighting Family Marts competitive edge of frequent product updates and offerings.  It is imperative that companies engage actively with customers on social media and seek constant feedback through surveys. Fred ensures that Family Mart stays ahead of the competition by meeting customer expectations and the importance of fostering strong customer loyalty. It is notable that Family Mart was one of the first to innovate the loyalty program through its green card. According to Fred they need to keep the customer loyal to them by providing schemes so they can come more frequently to the store and buy more and in return get more.  Alongside Fred’s busy schedule overseeing the c-store operations, he fondly recalls how it was such a great memory and moment for him that he had visited Family Mart Japan. He specified how he enjoys learning from various events and sharing his knowledge, finding enriching experiences in various sessions and interactions with different departments at Family Mart Japan. It’s a realization that comes to mind that you will find yourself continually drawn back to learning and that learning is a never ending process.The insights gained from Japan, particularly in navigating post-pandemic transformations and maintaining brand leadership, are instrumental for Fred in shaping Family Mart Vietnam’s strategy. Inspired by his visit, Fred begins applying these learnings shortly after returning.  “It's not only about promotion or an attractive visual design of the store; it’s about loyalty to make the customer come and stay with you. The need to increase the collaboration between marketing, between the sales, and between the merchandise team to increase the perfect plan that fits with the customer audience.” It's crucial for leaders to evolve continually, grow, and actively share their knowledge with peers to better meet the evolving needs and desires of their customers. Join us at the Retail and E-commerce Summit Asia on August 22, 2024, at Mai House, Saigon Ho Chi Minh, to gain valuable insights from Fred Trat on the marketing industry.

By: Zenia Pearl V. Nicolas At the hrX Philippines 2025 closing panel, something powerful happened—not because it was planned, but because it was real.  Six voices took the stage not to preach from a distance, but to get into the heart of what it really means to lead people today. And for once, it didn’t sound like corporate jargon. It sounded like the truth.    Moderated by Nerissa Berba, Chief People Officer of Security Bank, the panel assembled a rare mix of visionaries and practitioners: Ma. Aurora T. Caday, Chief Human Resource Officer, Tim Hortons Philippines Vincent Benedicto, MBA, Former Head of Training and Organizational Development, SMDC Atty. Roderick Reyes, Ulticon Builders Nicole Quiogue Golloso, McCann Worldgroup Carla Lanza, Maya Philippines   The panel was titled, “Fostering Inclusion at Work: Ensuring Equitable Career Growth for a Thriving Workforce,”  but what followed was far more than a decision, it was a dismantling of comfort zones, an honest reckoning and a practical guide to building cultures that see people.  Reimagining Representation: Inclusion Starts Where Decisions Are Made  “Culture is tricky. It’s something you don’t just roll out. People have to  feel  it.”  – Vincent Benedicto  Vincent Benedicto opened a discussion with something rare in DEI  conversations: a step-by-step approach that didn’t rely on ideals, but on execution. In his words, inclusion isn’t just representation on paper—itt’s who gets to sit at the table when decisions are made.  He laid out five building blocks: starting with representation, where cascading structure ensures diversity isn’t confined to entry-level roles. Then comes data analytics, the lens through which age, tenure and talent patterns are made visible.  “You need to generate insights that allow AI to supplement—not replace —your people's decisions,”  he said.   When it comes to identifying high-potential employees, Vincent reframed the usual KPIs:  “High potential is not just someone who performs. It’s someone who contributes to culture and drives innovation.”   From equitable programs to reward systems to accountability, Vincent’s point was clear: if the structure isn’t designed to be fair, inclusion won’t follow. Turning Numbers Into Narratives: The Power of Data in People Strategy Vincent pushed further on a truth often avoided in HR: we romanticized intuition, but undervalue evidence.  With a calm but firm tone, he explained how organizations must personalize programs to the real composition of their teams. “Monetary rewards are good, but public recognition is powerful,”  he said, nodding to the silent impact of being seen. He ended with a sharp reminder: “He must be accountable—but so should every employee. We all share    Walk the Talk: How Leaders Can Make Inclusion Tangible When Aurora Caday took the mic, the room quieted. There was clarity in how she spoke—practical, unafraid and deeply people-first. “Even well-intentioned actions like forming support groups can backfire if they’re not thought through,” she said. “Bias doesn’t always wear a name tag.” Aurora offered three grounded strategies. First: listen deeply. Leaders need to hear not just what’s said, but what’s often withheld. “Transparency prevents misunderstanding,”  she said. Second: model inclusiveness. You can’t champion equity from behind a desk. “ Walk the talk,”  she said, without hesitation. And third: build accountability into DEI systems so they can’t be skipped or sidelined.  “We also have to address generational gaps—not to fix them, but to learn from them,”  she added.  “Each generation brings something the others don’t.”   Beyond Comfort Zones: Building Systems That Check Bias Before It Start Nicole Golloso, with her calm command, delivered some of the most necessary discomforts of the afternoon.  “You need to be comfortable with the uncomfortable,” she said. “We don’t grow by saying yes  to everything.” Nicole pulled back the curtain on how McCann Worldgroup doesn’t just talk about fairness—it audits it. From biennial salary reviews to “ transparency talks ,” Nicole explained  how they build calibrated decision-making into daily practice. “Feedback should not be a guessing game . We use talent trackers not to monitor people—but to ensure that what’s said matches what’s real.” She added that in 2023, they launched transparency talks to explain how promotions happen, how salary is distributed and how visibility is built into their system—not earned through office politics.    Embedding DEI in the Mission: Inclusion That Lives Beyond Paper “If DEI is not in your mission statement, then it’s only performative.” – Atty. Roderick Reyes Atty. Reyes brought grounding. Where the others spoke strategy, he spoke soul. “ In the mining company I worked for, our top three performers were cross-dressers ,” he shared. “They were fun, meticulous and deeply committed. If we had judged them by appearance, we’d have missed out on excellence.” He compared organizations to anatomy. “We are one body. Different parts, different functions—but each one essential.” He called for DEI to be embedded not in reports but in the vision, values and voice of the company.  “Start at the top. Make your leaders your role models. That’s how culture changes.”   Growth Without Guesswork: Structuring Careers to Retain and Empower Carla Lanza brought the conversation home. “Fair growth isn’t a philosophy—it’s structure,”   she said.    She explained how mapping career paths, not just vertically but laterally, dismantles invisible gatekeeping. “When people can see how to grow, they stop guessing. They stay. ” Carla shared a moment that stayed with many in the audience: “One of my people said to me, ‘ I don’t need to leave to be seen. ’ And that’s when I knew, visibility is retention.”   Ownership Through Dialogue: Why Listening Is the First Step to Change The audience, made up of HR leaders from across the Philippines, raised a pressing concern: What happens when companies say they use AI and DEI tools—but don’t? The panel didn’t sidestep the question. Atty. Reyes urged companies to use climate surveys and exit interviews as a mirror. “Use them to escalate issues backed by data, not emotion,”   he said.   “Then report upward—with moral confidence.” Nicole followed: “If your managers aren’t having these conversations, maybe no one told them they should. But you need to start.” She described a company-wide exercise that started with one question: “What does inclusion look like from where you stand?” They shut down operations for a day and co-created solutions—without senior leaders in the room. “Because inclusion isn’t a top-down policy. It’s a bottom-up necessity.”  Vincent closed the loop with a reminder: “Your DEI programs must be tied to KPIs—financial, customer and operational. That’s how it becomes sustainable.” Carla reinforced that data is your story. “If you can’t explain what your DEI program is for—don’t expect your people to believe in it.” Inclusion Is Not a Department. It’s a Decision—Made Every Day. As the discussion drew to a close, Nerissa Berba offered a reflection that felt more like a challenge than a conclusion. “It’s not HR’s job to promote you,” she said. “That’s your manager’s role. But HR should make sure your work is visible, your value is understood and your growth isn’t left to chance.” Her words echoed long after the panel ended. Because in the end, inclusion isn’t just about policy or optics or hiring statistics. It’s about removing the guesswork from growth. It’s about making feedback real. It’s about deciding, every day, to choose fairness—not just when it’s convenient, but especially when it’s not. The truth is, people don’t leave  because they’re not appreciated. They leave because they’re left wondering. And the most human thing a workplace can do— Is to make sure no one ever has to.    # HRX2025 #DEI #LeadershipInclusion #CareerGrowth #HumanResources #EmployeeExperience #WorkplaceEquity #HRTransformation #FutureOfWork #PeopleFirst #InclusionMatters # rockbirdmedia #GrowBeyond

By: Zenia Pearl V. Nicolas When Nvidia set out to design a fresh chip for the Chinese market, it wasn’t just chasing a performance upgrade. The project, known inside the industry as the B30A, is meant to outpace the H20, currently the most advanced processor Nvidia is allowed to sell under U.S. export rules. The chip is built on Blackwell architecture, Nvidia’s latest platform, and it represents a balancing act: keep pushing the frontiers of AI, but do it without tripping over Washington’s tightening restrictions. At the same time, demand for cutting-edge computing inside China has never been higher. AI Rivalry Beyond the Circuit Boards China remains one of Nvidia’s largest customers, accounting for more than a tenth of its revenue last year. But access comes with strings attached. Washington has set hard limits on how much computing power can be shipped overseas. What looks like a trade issue on paper is, in reality, a fight over who controls the future of AI. The H20, released after the 2023 restrictions, was already seen as a half-step solution. Now, with additional conditions including revenue-sharing arrangements with the U.S., Nvidia has to walk an even finer line. The B30A sits right at that line: strong enough to keep Chinese developers invested in its ecosystem, but constrained enough to get past regulators. A Look Inside the B30A Unlike the flagship B300, which uses a dual-die setup, the B30A is expected to come with a single-die design. That means it won’t quite match the raw power of Nvidia’s top-tier chips, but it gains efficiency and, more importantly, it reduces the risk of breaching U.S. limits. Industry chatter suggests the chip will ship with high-bandwidth memory (HBM) and NVLink interconnects, giving Chinese firms enough muscle to train large AI models without constant bottlenecks. Nvidia’s message here is clear: performance that satisfies developers, but not so much that it alarms policymakers. Samples could reach Chinese partners within weeks, though final clearance is still pending. Huawei and the Push for Homegrown Power Of course, regulation isn’t Nvidia’s only challenge. Chinese chipmakers, led by Huawei, have been racing ahead with their own processors. Huawei’s latest offerings show real progress on speed, but they continue to trail Nvidia in two crucial areas: software support and memory bandwidth. That’s why major firms like Alibaba, Tencent, and ByteDance still lean heavily on Nvidia hardware, the ecosystem around it is mature, reliable, and proven at scale. But if U.S. restrictions continue to tighten, the pressure for China to go all-in on domestic chips will only intensify. Politics in the Background Washington’s position has been consistent: even a scaled-down chip could help China close the AI gap. Nvidia, for its part, has managed to resume certain sales by striking deals that return a slice of revenue to the U.S. government. Beijing has taken a more tactical approach. State media occasionally casts doubt on Nvidia’s products, hinting at “security concerns,” but regulators stop short of banning them outright. Analysts read this as a holding pattern, relying on Nvidia for now, while giving local champions time to catch up. A Global View Nvidia’s chips aren’t just shaping the AI race in China. In the Middle East, governments are pouring billions into building AI ecosystems and with fewer restrictions in place, much of that investment flows straight to Nvidia. The contrast is telling: in China, Nvidia moves carefully, negotiating compromises. In the Gulf, it expands freely. Together, these examples underline a simple truth: AI hardware is no longer just about technology. It’s about power, security, and influence. The Fine Print Behind Every Breakthrough The B30A project is more than a new chip. It’s a snapshot of how technology, politics, and business collide in real time. For companies, the message is straightforward: breakthroughs in AI won’t be defined only by engineers in labs, but also by the bargaining tables in Washington and Beijing. For the rest of us, it’s a reminder that every leap in computing power comes with strings attached — sometimes invisible, but always there. References Benzinga. (2025, August 15). Nvidia's Silicon Silk Road: From China's Firewalls To Saudi Arabia's Data Palaces. Benzinga.  Mo, L., & Potkin, F. (2025, August 19). Exclusive: Nvidia working on new AI chip for China that outperforms the H20, sources say. Reuters.  Thorbecke, C. (2025, August 14). Commentary: Nvidia’s icy reception in China is buying time for Huawei. Channel News Asia. Just as Nvidia adapts to export restrictions, cloud providers are redefining AI deployment—explore how in OpenAI Models Land on AWS: Why This Changes the Game for Cloud AI .

By Zenia Pearl V. Nicolas Europe leads the world in AI regulation — the landmark Artificial Intelligence Act sets a new global benchmark for trust, transparency, and innovation. Europe’s Landmark AI Laws: What the Artificial Intelligence Act Means for Global Organizations In August 2024 , the Artificial Intelligence Act Europe(Regulation (EU) 2024/1689)  entered into force across the European Union —the world’s first comprehensive, horizontal legal framework for artificial intelligence (AI) systems designed to ensure safety, transparency, and respect for fundamental rights ( European Commission, 2024 ). For organizations operating across Asia , the Americas , and Australia , the implications extend far beyond Europe’s borders. What the Regulation Does At its core, the AI Act takes a risk-based approach: it bans AI uses deemed “unacceptable risk,” places strict obligations on “high-risk” systems, and applies transparency rules to “limited-risk” models ( Skadden, 2024 ). It is also extraterritorial —covering providers, deployers, importers, and distributors outside the Europe when their AI systems’ outputs are used within the EU ( White & Case, 2024 ). Key enforcement milestones include prohibitions on certain AI practices (Article 5) taking effect from 2 February 2025, codes of practice due 2 May 2025, obligations for general-purpose AI from 2 August 2025, and most requirements for high-risk systems from 2 August 2026 ( Artificial Intelligence Act Portal, 2025a ; Artificial Intelligence Act Portal, 2025b ; White & Case, 2024 ). Why It Matters to Organizations Globally Europe’s rules reach every market — AI governance now defines global trade readiness. Although the law originates in Europe, its reach is global . For companies in Australia , Southeast Asia , the Middle East , and the Americas , there are three key reasons to act now: Market access.   The Act applies to AI systems pl aced on the EU market or put into service in the EU, and to some non-EU actors when their systems’ outputs are used inside the Union ( European Commission, 2024 ; White & Case, 2024 ). Risks and penalties.   Serious infringements can trigger fines up to €35 million or 7 percent of global annual turnover, whichever is higher ( Artificial Intelligence Act Portal, 2025c ; European Parliament, 2024 ). Regulatory precedent.   Much like the GDPR transformed global data-privacy norms, the AI Act is expected to serve as a blueprint for worldwide AI governance ( ISACA, 2024 ). What Organizations Should Do Now These are recommended preparation steps —best-practice actions to operationalize compliance rather than standalone legal mandates ( ISACA, 2024 ). Map your AI footprint.  Identify systems that could fall under the Act’s scope and define your role—provider, deployer, importer, or distributor. Classify systems by risk.  High-risk uses—recruitment, credit scoring, law enforcement, critical infrastructure—require strong data governance, documentation, and human oversight ( White & Case, 2024 ). Strengthen governance and transparency.  Maintain logs, documentation, and oversight records; prepare to publish training-data summaries and transparency reports for general-purpose AI models ( Artificial Intelligence Act Portal, 2025b ). Coordinate globally.  Align legal, tech, and risk teams across regions to avoid siloed compliance. Build trust.  Beyond avoiding penalties, position your brand as a trustworthy AI leader —a differentiator increasingly valued by partners and regulators. The Human-Centric Dimension Beyond technical compliance, the AI Act signals a cultural shift : the EU defines AI as a technology that must uphold human dignity, fundamental rights, and societal well-being . It champions trustworthy, human-centric AI  rather than unchecked automation ( European Commission, 2024 ; IAPP, 2024 ). For global companies, this means embedding ethics and explainability  in AI design, not merely satisfying compliance checklists. Looking Ahead By 2027 , organisations deploying AI models into the EU will complete one of the world’s most extensive governance transformations. Yet this is not only Europe’s story . The AI Act’s standards will shape global expectations around responsible innovation, trade agreements, and cross-border data flows. Early adopters who audit systems, embed oversight, and train leaders now will gain more than compliance, they’ll earn trust and competitive advantage . The AI Act doesn’t slow innovation; it redefines what responsible innovation means . Whether your company operates from Brisbane , Manila , Toronto , or Frankfurt , if your AI touches European users or data, the time to act is now. By 2027, responsible innovation will define competitive advantage in the global AI economy. References Artificial Intelligence Act Portal. (2025a). Implementation timeline.   https://artificialintelligenceact.eu/implementation-timeline/ Artificial Intelligence Act Portal. (2025b). High-level summary of the AI Act.   https://artificialintelligenceact.eu/high-level-summary/ Artificial Intelligence Act Portal. (2025c). Article 99 — Penalties.   https://artificialintelligenceact.eu/article/99/ European Commission. (2024). AI Act | Shaping Europe’s digital future.   https://digital-strategy.ec.europa.eu/en/policies/regulatory-framework-ai European Parliament. (2024, March 13). Artificial Intelligence Act: MEPs adopt landmark law.   https://www.europarl.europa.eu/news/en/press-room/20240308IPR19015/artificial-intelligence-act-meps-adopt-landmark-law ISACA. (2024). Understanding the EU AI Act.   https://www.isaca.org/resources/white-papers/2024/understanding-the-eu-ai-act IAPP. (2024, April 8). Top impacts of the EU AI Act: Regulatory implementation and application.   https://iapp.org/resources/article/top-impacts-eu-ai-act-regulatory-implementation-application/ Skadden. (2024, June). The EU AI Act: What businesses need to know.   https://www.skadden.com/insights/publications/2024/06/quarterly-insights/the-eu-ai-act-what-businesses-need-to-know White & Case. (2024, July 16). Long-awaited EU AI Act becomes law after publication in the EU’s Official Journal.   https://www.whitecase.com/insight-alert/long-awaited-eu-ai-act-becomes-law-after-publication-eus-official-journal

In an era where customer experience (CX) is becoming increasingly crucial for business success, Southeast Asian companies are taking bold steps to revolutionize their approach. The recently released 'Customer Experience Live Intelligence Report 2024', unveiled at the Customer Experience Live Show Asia 2024 in Singapore, provides compelling insights into the region's CX landscape, offering valuable lessons for business leaders worldwide. The report's most striking revelation is that 71% of Southeast Asian companies are re-evaluating their AI platforms, signaling a significant shift towards leveraging advanced technologies in customer interactions. This move underscores the region's commitment to staying at the forefront of technological innovation and its recognition of AI's transformative potential in delivering personalized, efficient, and scalable customer experiences. For business leaders, this trend highlights the critical importance of embracing AI in CX strategies. The ability to harness AI for predictive analytics, chatbots, and personalized recommendations can provide a substantial competitive edge in today's market. Moreover, it demonstrates the need for continuous technological assessment and upgradation to meet evolving customer expectations. Beyond AI, the report reveals strong investments in other CX solutions. Nearly half (47%) of the companies are enhancing their customer journey mapping (CJM) to identify critical touchpoints and potential pain points. This focus on CJM emphasizes the importance of understanding the customer's perspective and aligning business processes accordingly. Additionally, 44% of companies are increasing investment in CRM systems, while 43% are focusing on workflow automation platforms. These statistics underscore the holistic approach Southeast Asian companies are taking towards CX improvement, combining data management, process efficiency, and customer insights. The emphasis on operational efficiency as a key challenge for 2024-2025 further reinforces the strategic importance of these investments. By streamlining operations and improving efficiency through technology, companies can not only enhance customer experience but also drive cost savings and improve profitability. For business leaders, the message is clear: investing in CX is no longer optional but a necessity for sustainable growth. The report serves as a wake-up call for companies lagging in CX investments and provides a roadmap for those looking to enhance their strategies. The Customer Experience Live Show Asia 2024 itself, with its focus on equipping enterprises to explore and leverage the best digital experience strategies and solutions, further emphasizes the importance of continuous learning and adaptation in the CX space. The involvement of industry giants like Aboitiz Power Corporation, CIMB, Citibank HK, and Standard Chartered Bank highlights the universal recognition of CX as a critical business driver. As Sodtsetseg Ganbold, CEO of CMI and Country Partner of ICXI, aptly puts it, "Businesses are increasingly acknowledging the importance of adapting to the evolving demands of the market. This approach goes beyond gaining a competitive edge; it focuses on cultivating a robust foundation for sustainable, long-term success and existence." The 'Customer Experience Live Intelligence Report 2024' serves as a clarion call for business leaders worldwide. It underscores the need for a proactive approach to CX, with a strong emphasis on AI and other technological solutions. As Southeast Asian companies lead the charge in this AI-driven CX revolution, the rest of the world would do well to take note and follow suit. The future of business success lies in delivering exceptional, technology-enabled customer experiences, and the time to invest in this future is now.